Chief People Officer

The Chief People Officer (CPO) serves as the Chief Human Resources Officer of the College and provides strategic leadership and operational oversight for all human resources and people and culture functions. Reporting directly to the President, the CPO is a senior institutional leader and trusted advisor to the President and Cabinet on matters related to organizational effectiveness, workforce planning, employee engagement, and institutional culture. The CPO is responsible for developing and executing a comprehensive people and culture strategy that supports the College’s goal of becoming an employer of choice and fostering an inclusive, supportive, and engaging working environment for faculty and staff. The position has college-wide responsibility for human resources strategy, policy, and service delivery, including recruitment and retention, onboarding, leadership development and succession planning, employee relations, performance management, payroll, benefits administration, compensation, compliance, and human resources technology. The CPO also oversees the administration and effective use of the College’s human resources information systems (HRIS) to ensure accurate employee data, reliable payroll and benefits processing, and meaningful workforce reporting. As the leader of a small, service-oriented HR department, the CPO combines strategic leadership with active engagement in HR operations to ensure responsive, high-quality support for faculty and staff.

Description of Key Responsibilities

• Lead and manage the Office of Human Resources, including supervision and development of staff; establish goals, priorities, and performance expectations while maintaining direct awareness of departmental operations.
• Play a leadership role in fostering a positive, inclusive campus culture and ensuring that the College’s human resources practices, policies, and services reflect and advance its mission and values.
• Oversee and ensure the accurate and timely administration of payroll, benefits enrollment and other employee lifecycle processes; develop and implement a comprehensive onboarding program that introduces new faculty and staff to the College, its organizational structure, and its mission and core values.
• Provide leadership and oversight for the College’s human resources information systems (HRIS), including system administration, employee data integrity, reporting, and integration with payroll, benefits, and onboarding processes.
• Conduct a review of all HR processes and make recommendations for achieving greater operational efficiency and customer-friendly functions and services.
• In a small HR department environment, contribute directly to operational tasks and problem-solving as needed to ensure continuity of services and effective support for faculty and staff.
• Provide vision, leadership, and strategic direction for the College’s people and culture functions in alignment with the institution’s strategic vision.
• Serve as a strategic partner to the President, Cabinet, and senior leadership on workforce strategy, organizational effectiveness, and culture-related initiatives.
• Develop and implement comprehensive strategies for recruitment, onboarding, engagement, retention, leadership development, and succession planning.
• Ensure delivery of timely, effective, and customer-focused HR services that support faculty and staff success across the institution.
• Oversee employee relations, including grievance processes, investigations, and resolution of employment-related concerns, ensuring prompt, equitable, and consistent responses.
• Ensure compliance with all applicable federal, state, and local employment laws and regulations; maintain awareness of legislative and regulatory changes impacting higher education.
• Develop, recommend, and administer human resources policies and procedures in collaboration with senior leadership and shared governance bodies.
• Oversee compensation, classification, performance management, payroll, and benefits programs, ensuring competitiveness, equity, and fiscal responsibility.
• Lead the use of human resources technology and data analytics to support decision-making, continuous improvement, and institutional planning.
• Recommend, evaluate, and provide leadership for training, development, wellness, and recognition programs.
• Serve on College-wide committees as appropriate and represent the institution on people-and culture-related matters.
• This position requires work outside of normal business hours, including evening and weekend hours, as necessary.
• Perform other duties as assigned by the President.

Required Knowledge, Skills and Abilities

• Extensive, progressively responsible leadership experience in human resources or people and culture functions, preferably in higher education or a nonprofit environment.
• Strong knowledge of human resources information systems (HRIS), payroll systems, and workforce analytics, with the ability to ensure system accuracy, support operational processes, and generate meaningful reports for institutional leadership.
• Demonstrated ability to lead organizational change and foster a positive, inclusive, and high-performance culture.
• Strong knowledge of compensation, benefits, classification, performance management, and employment law.
• Proven ability to develop and implement strategic initiatives aligned with institutional goals.
• Excellent written and verbal communication skills and the ability to communicate complex and sensitive information effectively.
• Ability to analyze data, assess organizational needs, and present recommendations clearly and professionally.
• Strong judgment, discretion, and ability to maintain confidentiality.

Education/Training

Bachelor’s degree required in human resource management, business administration, employment law, organizational leadership, or a related field. A master’s degree is preferred.

Experience

A minimum of five years of progressively responsible leadership experience in human resources or people and culture functions. Experience in higher education is strongly preferred. Experience administering or implementing HRIS platforms such as Paylocity, Workday, or similar enterprise human resources systems is preferred.

Licenses or Certifications

Professional HR certification preferred (SHRM-CP, SHRM-SCP, PHR, SPHR, or equivalent).

Employment Conditions

An offer of employment is contingent upon successful completion of the College’s background screening process.

EEO Statement

North Central College is an Equal Opportunity Employer committed to increasing the diversity of our workforce. NCC provides reasonable accommodation to applicants with disabilities where appropriate. If you need reasonable accommodation for any part of the application or hiring process, please notify the Office of Human Resources. Determinations for reasonable accommodation will be made on a case-by-case basis.

Additional Information

The pay offered to the selected candidate will be determined based on factors including experience, qualifications, and training. North Central College provides a comprehensive benefits package, which includes:

• All-inclusive medical, dental, and vision group insurance
• Health and dependent care savings plans
• Employer-paid life, AD&D and disability group insurance
• 403(b) retirement plan with employer contributions
• Employee assistance plan resources
• Tuition waiver for full-time employees, spouse and dependent children
• Generous paid time off plans, including 3 weeks vacation to start
• 15 paid holidays per year, including 5 days during NCC Winter Break
• Free access to campus health center, fitness and athletic facilities, and library